Why everyone should care about LGBTI inclusion at work

"If we can get LGBTI people included at work we can make greater steps towards both being more inclusive and, perhaps, more productive organisations."

With Ireland, Germany, New Zealand, and finally Australia legislating for marriage equality it might seem that society is becoming more aware, tolerant and accepting of the LGBTI community.

However, while equality under the law is admirable, the fight for equality does not end with the right to marry for many people.

Paula is a highly capable leader who has held numerous high-level positions in electronics firms overseeing major customer engagement projects.

Paula is the kind of person that gets stuff done quickly and efficiently, which earned her several awards and commendations.

She was the ‘go-to’ person in the job. However, when Paula began openly identifying as a trans woman, the workplace dynamics changed.

This included being spoken over in meetings, having emails ignored, and receiving less frequent commendations for performance despite achieving outstanding performance in all her KPIs.

While complex, Paula’s story remains poorly understood by much of the Australian business community.

Despite the fact that leading organisations now have workplace diversity as a main priority, the inclusion of LGBTI people – and especially their intersections with other marginalised communities – has often gone under-addressed.

Sure, there are cupcakes on Wear it Purple Day, and ANZ sponsors the Sydney Gay and Lesbian Mardi Gras.

But are firms actually doing what they can to pursue genuine diversity?